Blog

What's on our partners' minds today? When they're not knee-deep in the serious business of scouting a candidate or a position, they can be off-the-wall, irreverent, or just downright silly. Don't say we didn't warn you.

As a seasoned recruiter, I don’t give a lot of feedback to candidates who didn’t land the job because I’ve found, over the years, the hard way, they can rarely take it. Grown men have been in tears but more commonly, I get yelled at or the conversation turned

“How did you get that person at Google interested in us, how did you find not one but three candidates that we loved for the role?”...It takes a deep understanding of business, tremendous tenacity, a thick skin, courage, and a passion for people and making connections.

Having an updated and complete profile on LinkedIn is not just essential to potential candidates in order to be presented new opportunities. It’s also essential for hiring managers to land great talent.

Increasingly, we’re coaching our clients to conduct panel interviews—two to three people from the company conversing with a potential employee. They are more fun, generally have more energy, and are frequently more informative that an traditional 1/1.